A free Teaching and Learning Guide to accompany this article is available at: http://onlinelibrary.wiley.com/journal/10.1111/(ISSN)1468-2370/homepage/teaching___learning_guides.htm.
Green Human Resource Management: A Review and Research Agenda*
Article first published online: 10 JAN 2012
© 2012 The Authors. International Journal of Management Reviews © 2012 British Academy of Management and Blackwell Publishing Ltd.
International Journal of Management Reviews
Volume 15, Issue 1, pages 1–14, January 2013
How to Cite
Renwick, D. W.S., Redman, T. and Maguire, S. (2013), Green Human Resource Management: A Review and Research Agenda. International Journal of Management Reviews, 15: 1–14. doi: 10.1111/j.1468-2370.2011.00328.x
The authors would like to thank Frank Birkin and Geoff Wood for useful comments provided on an earlier draft of this paper. The authors would also like to acknowledge the Associate Editor for clear and helpful guidance and two anonymous reviewers for valuable feedback. The usual disclaimers apply.
- Issue published online: 12 DEC 2012
- Article first published online: 10 JAN 2012
The paper makes a case for the integration of the largely separate literatures of environmental management (EM) and human resource management (HRM) research. The paper categorizes the existing literature on the basis of Ability–Motivation–Opportunity (AMO) theory, revealing the role that Green human resource management (GHRM) processes play in people-management practice. The contributions of the paper lie in drawing together the extant literature in the area, mapping the terrain of the field, identifying some gaps in the existing literature and suggesting some potentially fruitful future research agendas. The findings of the review suggest that understanding of how GHRM practices influence employee motivation to become involved in environmental activities lags behind that of how organizations develop Green abilities and provide employees with opportunities to be involved in EM organizational efforts. Organizations are not using the full range of GHRM practices, and this may limit their effectiveness in efforts to improve EM.